[Faculty] Letter to faculty regarding ASE-GSR Bargaining

[UCR Provost]

*This letter is sent on behalf of UC System Provost and Executive Vice
President Katherine S. Newman. For your convenience, the text of the letter
is below.  The signed letter is attached as a pdf.*




ACADEMIC COUNCIL CHAIR STEVEN CHEUNG

EXECUTIVE VICE CHANCELLORS AND PROVOSTS



Dear Colleagues,



I am writing to you regarding the contract negotiations between the
University and the United Auto Workers (UAW) for the recently unified
Academic Student Employee (ASE – TAs/Readers/Tutors) and Graduate Student
Researcher (GSR) unit, which officially began today.



As you know, we have been hard at work improving our communications process
during collective bargaining. Based on a request from the Academic Senate
systemwide committees, including the Academic Council, I will be sending
regular updates throughout the 2025-26 ASE/GSR bargaining process that
should be shared with all faculty.



At the outset of the bargaining season, I want to share with you some of
the changes we have made since 2022, and I ask that you share this letter
broadly with faculty at your location.



   - We are grateful to have the help of two faculty colleagues who are now
   serving on the UC bargaining team: UCLA Professor Andrea Kasko and UCI
   Professor Emeritus Donald Senear. They will attend bargaining meetings,
   advise on proposals, provide subject matter expertise to the bargaining
   team, and receive questions from faculty to share with the bargaining team.
   - Staff representatives on the bargaining team (from Academic Personnel
   or Labor Relations) will consult with subject matter expert teams,
   including faculty experts, at each campus throughout the bargaining process.
   - Systemwide Academic Personnel coordinated with Academic Senate
   leadership to form a faculty advisory committee that will advise on
   critical issues and provide subject matter expertise throughout bargaining.
   - Deputy Provost Amy Lee and Associate Vice President Missy Matella will
   meet regularly with the Academic Council, which will ensure that each
   campus divisional Senate Chair is kept informed.



Under the Higher Education Employer-Employee Relations Act (HEERA), the
negotiation process must be conducted in good faith, meaning both the
employer and the union must participate actively, make reasonable efforts
to reach agreement, and avoid delaying tactics. The University is not
obligated to agree to any union demands, but it must make an earnest
attempt to reach an agreement. If negotiations reach an impasse, the
parties must engage in mediation, factfinding, or other impasse resolution
procedures as outlined by the California Public Employment Relations Board
(PERB). Ultimately, the intent of the process is to reach a mutually
acceptable agreement that supports our employees, our mission, and labor
peace.



As the ASE and GSR units are merging into one contract and given the number
and complexity of the issues expected to be raised at the table by both
parties, we anticipate negotiations lasting at least through the remainder
of the calendar year since the ASE/GSR contract expires on January 1, 2026.



Our bargaining team remains aware of the budgetary and operational
challenges the University faces against an ever-changing federal and state
funding landscape. Bargaining negotiations are always a compromise between
the parties, and our team will endeavor to achieve the right balance in any
final agreement.



Lastly, many of you have asked in the past for guidance regarding the
“rules of the road” when communicating with graduate student employees
during negotiations. In general, faculty should avoid bringing up the topic
of bargaining negotiations with graduate student employees. If asked,
faculty should avoid expressing any opinion on specific bargaining
proposals. We want to avoid appearing to undermine the union's authority as
the exclusive bargaining representative, which constitutes direct dealing,
an unfair labor practice involving bypassing the union. We also must avoid
the appearance of attempting to influence the employee's choice to become
or remain a union member, and commentary on bargaining could be the basis
for an accusation of doing just that.



Routine communications with graduate student employees on day-to-day
employment matters, including matters related to performance management,
are not prohibited and should continue as usual. The University will also
be regularly communicating with GSRs and ASEs regarding the status of
bargaining and the University’s bargaining proposals. These bargaining
updates will be available online so that faculty and graduate student
employees can reference and review them at any time.



With respect to student matters, including academic advising and academic
progress conversations, they should continue as usual since these
activities remain outside the scope of employment. If you have any
questions or concerns about communicating with graduate student employees
during negotiations, I recommend you reach out to your campus central
Academic Personnel or Labor Relations offices, who can provide you with
guidance related to your specific questions.



Because of the confidential nature of bargaining, we will not be able to
provide you with details on the University’s strategy or approach to
negotiations. Internal communications related to bargaining strategy are
privileged from disclosure, but wider circulation could jeopardize that
protection. Nevertheless, you can expect regular communications from me to
keep you apprised as negotiations continue with updates on the status of
negotiations and relevant information that does not breach confidentiality.



I want to thank the Academic Senate and faculty across the system for their
insight and advice during our year-long preparation for these negotiations,
and I look forward to finding common ground with our union colleagues to
reach a successful agreement that benefits the graduate student academic
employees, the faculty, and the overall mission of the University.



Thank you for your time and dedication to our academic community.



Sincerely,







Katherine S. Newman

UC System Provost and

Executive Vice President for Academic Affairs



UC Berkeley Chancellor’s Distinguished Professor of Sociology & Public
Policy





cc:       President Drake

            Chancellors

            Academic Council Vice Chair Palazoglu

            Executive Vice President and Chief Operating Officer Nava

            Executive Vice President Rubin

            Senior Vice President and Chief Compliance Officer Bustamante

            Senior Vice President Turner

            Laboratory Director Witherell

            Vice President Brown

            Vice President/Vice Provost Gullatt

            Vice President Humiston

            Vice President and Chief of Staff Kao

            Vice President Lloyd

            Vice President Maldonado

            Vice Provost Varsanyi

            Vice Provosts/Vice Chancellors for Academic Personnel

            Deputy Provost Lee

            Associate Vice Provost Jennings

            Associate Vice President Matella

            Associate Vice President McRae

            Assistant Vice Provosts/Vice Chancellors for Academic Personnel

            Chief Human Resource Officers

            Graduate Deans

            Executive Director Anders

            Executive Director Lin

            Executive Director Teaford

            Deputy General Counsel Woodall

            Chief of Staff Beechem

            Labor Relations Directors

            Director Weston-Dawkes

            Associate Director/Chief Negotiator Menezes
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